|Legal Implications in Human Resource ManagementStudent’s NameInstitutional Affiliation|
Legal Implications in Human Resource Management
Apart from creating a platform for communication with employees about unions, it is essential that employers ensure that there are no loopholes in the organization for unionization (Nash & Hann, 2017). As such, it is critical that employers take steps to remain union-free before the workplace is a target for unions. Unions are most likely to challenge the organizations through accusations of unfairness, and that could be problematic. To remain nonunionized, HR should ensure that they communicate with the employees why unions are not good for the organization and also provide that the workers feel that they have a voice in the workplace.
2. Assume there has been a discussion about using an employee participation program (EPP) in the workplace. What is your opinion of using an EPP? Why?
By advocating for employee participation, creates a big challenge for HR managers and the organization leadership as a whole. While feedback and suggestions are critical for making changes in the workplace, it can send the message that the organization is encouraging employees to get involved beyond their tasks (Nash & Hann, 2017). In most cases, it is not that the staff are not willing to provide suggestions, but they are uncomfortable. Therefore, managers should create visible communication channels to promote EPP to avoid leaving issues unsaid, causing more significant problems for the organization.
3. What are the advantages of an EPP? The benefits of EPP is that it creates a sense of community in the organization (Batt & Applebaum, 1995). When everyone can contribute, sends the message that the employees’ opinions are equally important. When employees share, they do so because they believe that the work environment, as well as the product, should improve. The sense of community helps to boost communication, teamwork, and even productivity.
3. What are the disadvantages of an EPP?
Union representatives feel like organizations are using EPP to prevent employees from using independent unions (Batt & Applebaum, 1995). They feel as though EPP is an unfair labor practice that manipulates employees and frustrates their effort to be independent when it comes to representation.
Batt, R., & Applebaum, E. (1995). Worker participation in diverse settings: does the form affect
the outcome, and if so, who benefits?. CAHRS Working Paper Series, 196.
Nash, D., & Hann, D. (2017). Organizational Innovators: A Study of Workplace Intra-Employee
Conflict Management Strategies.
Response to classmate #one
Your posts provide an insight into other means that the HR can use to prevent labor unions. That is an essential aspect in this discussion because you have offered an alternative that the organization can use to avert union representation. However, dismissing the need to create an EPP is problematic. It is critical to note that unions come as a result of employees feeling the need to voice their issues and opinions. As such, preventing the formation of EPP will create a loophole for labor unions that the organization is trying to avoid (Glew et al., 1995). Through the advantages of EPP highlighted on the post, it is essential to consider why the organization should have one in response to employees’ complaints.
Response to Classmate# two
In your post, the solution for unionization is not to focus on the employees, but the management. Your point of view shed light on the fact that at times it is wise to evaluate the performance of the administration when to come to dealing with workers. It is agreeable that an EPP will provide a platform for the creativity of the employees and also efficiency (Nash & Hann, 2017). The advantages of the EPP you have provided outweigh the disadvantages. As such, the organization should consider an EPP that will make the workers feel that they are part of the decision-making process of the company. In return, the workers will be more productive and creative as they will focus on the quality of their work. While encouraging EPP, it is essential to pay attention to the risks.
Glew, D. J., O’Leary-Kelly, A. M., Griffin, R. W., & Van Fleet, D. D. (1995). Participation in
organizations: A preview of the issues and proposed framework for future analysis. Journal of Management, 21(3), 395-421.
Marks, M. L., Mirvis, P. H., Hackett, E. J., & Grady, J. F. (1986). Employee participation in a
Quality Circles program: Impact on quality of work life, productivity, and absenteeism — Journal of Applied Psychology, 71(1), 61.
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